Equality and diversity monitoring

Monitoring is a key process for the successful implementation of equality and diversity policies, action plans and implementing Equality Impact Assessments. Monitoring assists with highlighting positive or negative trends within our organisation and is particularly relevant to;

• Student and staff recruitment
• Staff grade and occupational type
• Staff promotion
• Student attainment
• Student retention
• Complaints
• Take up of services by diverse groups
  

Why is monitoring required?

To comply with national equality legislation - particularly the Race Relations Amendment Act 2000.

To assist the University in providing an accurate picture of the diversity of its population and achievements. Monitoring will help identify areas where more work is required to ensure our University student and staff composition reflects the local and national communities; it will also assist with identifying where we are exceeding local and national averages for participation.

To assist with good practice by proving or disproving any myths about any minority group or its achievements.

To meet requirement of external agencies such as providing data sets to the Higher Education Statistical Agency (HESA).

By categorising and labelling is the University intentionally dividing people on campus?

Racial origin, like gender and disability for instance are matters of fact, it is not unlawful to label people. However, it is against the law to treat people unfairly because of one's background.

Benefits of monitoring

• To support institutional strategies, such as internationalisation
• To inform and improve policy and practice for staff and students
• To identify gaps or where there is under-representation
• To enable programmes of positive action
• To assist with measuring the quality of experience for diverse staff and students
• To ensure implementation of good practices
• To inform management and assist with objective decision making